Bobby G. Roy 7 December 2010 ORGB 625 Bobby G.

Roy s Personal Assessment and Leadership Development Plan Introduction The focus of my personal assessment and leadership development plan is to denote the values, beliefs, thoughts, and actions that will propel me into a state of personal fulfillment as a more complete leader at home, in the workplace, and in the community. The preparation of this document will result in the creation of a deliverable to be frequently referenced and used as a reminder of the overall direction and more specific strategies to achieve my personal and professional hopes, dreams, and aspirations, as well as put into place a foundation for facilitating leadership development in my communities.My more immediate aspirations include being promoted at the California Department of Education (CDE) and aiding others in finding their financial independence, while my long term goals are to become an elected official, create policy, and serve my community in a manner that inspires others to serve their communities as well. This plan incorporates my total leadership experiments as opportunities to overcome areas of concern and become a more holistically empowered leader. These areas of concern are time management and organization and education policy knowledge and skills. Knowledge gained, self assessment, and discussion of experiences While I have always seen myself as an introvert, a variety of data stemming from assessment results and feedback from others have resulted in my reconsideration of my identity. When identifying my core leadership value of shared identity, I realized that being an extrovert was an integral part of operationalizing that value. The implied moral and normative aspects that oblige a person to treat others as fellow human beings and equals requires interaction with others. This results in a genuine, people-centered orientation where people engage in service of others around them and are committed to their communities. Among friends, one must be an transformational leader and community organizer. As foot soldiers, they must be reliable, and the ones who step forward to volunteer. They must be quick to lend a hand and share their skills and knowledge freely (i.e. by teaching children, working with the less fortunate, or facilitating community workshops, etc.). They must help with a big, free smile. This leads to loyalty, commitment, and perseverance.

My value of shared identity is one that seems strongly interconnected with emotional and social intelligence. They thrive on basic connectedness of person with person. We must make sure the heart is also full. Emotional intelligence can be divided into two dimensions: (1) non cognitive self-management personae. Similarly. leadership ethics. (2) attunement. the effect of gender on leadership. of person with the unseen spirit worlds and. not just the stomach or the bank account.Roy 2 Shared identity manifests itself in an interpersonal value of shared perception. social intelligence contains seven components: (1) empathy. however does not equate with collectivism and the subjugation of an individual to the group. the independence to make one s own decisions is essential for progress. authentic leadership and self-monitoring. Rather. The social intelligence quality of attunement also supports my value of shared identity. (5) developing others. (6) inspiration. of person with God. where emotions tend to be experienced mutually. instead of hoarding and racketeering. the idea of self-determination and self-actualization. It is a participatory process. It is important that people pool their strengths and achieve common goals by working together. (4) influence. the most impactful and supportive leadership topics were emotional and social intelligence. This compliments shared identity. These topics intersect to create the platform upon which sustainable. These values stand for an organic concept of the world. of person with nature. Heightened sensitivity and the ability to read body language are good survival tools in a society where not all social interactions are carried out with words. as well as how to enhance and support others. and (7) teamwork (Goleman and Boyatzis). Here. ultimately. Connectedness. by sharing surplus. I also value freedom. shared identity and perception is the emphasis of the whole plus its isolated parts and on blending and collaboration. and personal development. and (2) social dexterity (Wakeman). one must demonstrate high emotional and social intelligence. The concept of having agency and the ability to positively influence those around you is incredibly important to me. For these values. (3) organizational awareness. only carefully feeling out one another can help us navigate the ambiguities of life s encounters like knowing when to join a group or how to blend in with people. Autonomy. In order to create and develop a shared identity and a shared perception between people. or knowing through feeling. . transcendental leadership can spring forth.

The goal is more than a tolerance or acknowledgement of a difference in leadership style. A tempered authentic leadership is also necessary for leadership movements to occur. collaboration of managers and subordinates. but to also meet and exceed the expectations of followers. it is theorized that women are as visionary as men but in a different way. bringing the two sexes together for a variety of issues as allies and supporters of one another. The research shows that women are more natural connectors. I acknowledge the strengths and weaknesses of different styles of leadership and the advantage of having an androgynous leadership style. This can be done not only to avoid regrets. but an acceptance of the strengths and weaknesses of different styles. This framework is a form of oppression against women and their leadership styles. In the article Women and the Vision Thing . Studies have shown that women prefer and tend to behave in terms of a feminine leadership model characterized by cooperativeness. This means that my social dexterity score is 7 and my non-cognitive self-management personae score is 6. The quadrant and sector describes people with welldeveloped social dexterity and non-cognitive self-management skills. and maintain their followership and loyalty from one goal to the next. lower control for the leaders. The understanding of gender s effects on leadership and an androgynous style of leadership can be effective tools in closing the rift between men and women. Individuals that engage in impression management and self-monitoring are not . Feeling confident in my ability to employ emotional and social intelligence. The idea that a moderate amount of self monitoring is acceptable to navigate difficult circumstances or personality conflicts is as important as not compromising one s own values and beliefs is an interesting concept. These commonalities can be used to form coalitions on a variety of matters and issues. male leadership styles are too often touted as the definitive leadership styles. where they engage in more collaboration and rely on diverse and external inputs and alliances in forming their vision (Ibarra and Obodaru). which placed me in the sector of the circle attributed to a gamma alpha persona. My value of freedom is also tied directly to the differences in leadership styles of men and women and how each are valued. 7).Roy 3 The results of my Emotional Intelligence Questionnaire were a coordinate pair of (6. I can best leverage my limited time to develop stronger relationships. and problem solving based on intuition and empathy as well as rationality (Eagly and Johnson). Unfortunately. and valued more than female leadership styles. Women s leadership styles emphasize interpersonal relations to a greater extent than men s styles. and are more democratic and participative (Eagly and Johnson).

like social movements. An important factor in leadership development is that it must be provided in a manner that is appropriate to the level of an individual s leadership role (Ramo and Ibarra). my emotional and social intelligence abilities made my first experiment. Trust is a key to effective leadership (Bedeian and Day). I will continue to request specific guidance and training that is appropriate for my classification of work. Even strong ethically driven movements. leaders can maintain solid ground while also self-monitoring and engaging in impression management. In essence. and the idea that leaders filter out some elements that are not appropriate for some situations (Orsaba-Finders. as behaviors of emotional and social intelligence. with respect to being considered authentic and consistent. For example. Self exposure. not our inner personalities (Linnehan). Knowing about and being aware of the emergence of these conditions would be useful and important in preventing such insubordination. As I advance in my career with the CDE. because attire is merely an indication of outside appearance.Roy 4 necessarily violating trust and authenticity. The journals and journal responses have helped to clarify ideas behind authentic leadership. as well as make minor and major adjustments to. and making leaderly choices also result in a perception of authentic leadership for both the leader and to those they seek to lead (Ladkin and Taylor). Based on the readings on the areas of emotional and social intelligence and authentic leadership and selfmonitoringI have identified leadership behaviors that I should continue. I was able to remain effective in my work realm by . Re: Journal Entry 2 . or revolutions have examples of highly ethical and unethical leaders. are enhancements to one s leadership ability. if I find myself in a place where my ethics will be challenged. I hope that I will be able to employ a boundaryless perspective on my career and a broader view of career success (Callanan). to better balance my time between my realms. but in neither attire are we being more or less authentic. I have a more complex perspective on how high self-monitoring (HSM) and low-self monitoring can be interpreted by followers and third parties. relating. These actions. When a high dominance motivated leader perceives instability within the group hierarchy or there is a lack of intergroup competition. labor movements.Amy Gutierrez). civil rights movements. As a result of the letters of Day and Bedeian. In a long term view of my career trajectory. Personal development and professionaldevelopment have emerged as significant aspects of my leadership development. and do not create false personas that result in one being a false leader. that much easier. Another example that clarified this was how we have work clothes and leisure clothes. leaders sacrifice group goals for the sake of self-interest (Maner and Mead).

As a result of my being the primary caretakerof my mom and lola at the end of their lives. a beautiful reciprocity existed in our lives. Similarly. Through my mom and lola. which indicated that I displayed a strong feminine and androgynous style.By better distributing and managing work through the use of emotional and social intelligence and authentic leadership and self-monitoring. and (5) I am optimistic and view challenges as opportunities to earn respect and practice my craft. as two of the strongest women in my life. This view is a demonstration . resilience. and their role as the primary caretakers of me in my youth. my ability to acknowledge and encourage the different styles of my colleagues were in direct proportion to their ability to mentor me in my new role as an education programs assistant. They have empowered me with the idea that I have a prominent part to play in life. My experiences have developedmy self-confidence. one can identify five reoccurring themes that support the values listed above. the readings on the effect of gender on leadership. (3) I enjoy being connected to others. leadership ethics. At the CDE. I was able to collapse lengthy and complicated timelines and better balance my life. where I took on different responsibilities in education policy. My relationships and experiences with my mom and lola continue to be the leading influence on how I view the world and my role in it. whether my influence reaches one or billions. I gained a unique perspective on women and the strength of women. selfefficacy. (4) I appreciate openings to pursue personal and professional growth. I did not receive as much gender role feedback as other children did. Self-Assessment Through the analysis of the various assessment instruments and journal entries in the course. The syncretism of my values and experiences with the leadership concepts learned have been advantageous in applying leadership theories and ideas and implementingmy total leadership experiments. particularly for gender equity. and personal development were directly related to my second experiment. They are: (1) All that I am and all that I ever will be is because of my mother and lola. and assertiveness. This came out in the masculine-femininity leadership assessment. Being androgynous in my role as a follower and leader helped me to adapt to the different leadership styles of my colleagues. (2) I am highly motivated to lead and empower others to seek and strive for social justice.Roy 5 leveraging my relationships with my colleagues.

like being an only child. Significant Strengths and Developmental Areas My significant strengths as a self-leader are my strong leadership traits and behaviors. I was elected by the body as the chairperson for the personal and professional development committee.Roy 6 of my optimistic attitude and positive outlook on life. This is in direct proportion to the amount of feedback I seek from others. In one instance. such as looking for lessons in cartoons and other forms of entertainment. My initiative often leads to my finding myself in essential positions as leader or follower. but have succeeded. and felt that much more accomplished. just to a limited few in whom I give my trust and loyalty. One could say that I value quality over quantity. the only male in the family. I recently caught myself telling others. I constantly look for ways to improve. like my dedication to a life of learning. The Matchpoint assessment confirmed this in some notable ways. However. Finally. There is no doubt in my mind that I lead an exemplary life. I believe that nothing is more effective than hard work. it could be a result of something outside of my control. a human resource s manager. like enrolling in a masters program to more obscure ways. I am affirmed by the fact that I have not only survived. I realize that I do not need to be connected to everybody. I believe that this is grounded in my utilization of locus of control. and reasoning that when things do not go well. I only engaged in self-study to earn a score on the Graduate Management Admission Test that I am very proud of. a school superintendent. and maintaining the same rigorous student schedule on top of working to sustain the home. taking credit when things go well. My need to feel connected to others. because we can always get better. passed it. which is disproportionate to the amount of . I like challenges. I am very confident in my own abilities and willingness to be a positive and encouraging example for others. Even in the Drexel Graduate Student Association. This has exhibited itself in very apparent ways. My optimistic identity also causes me to be highly motivated to lead. a director of guidance in public school. seemingly flies in the face of my idea that I am an introvert. such as showing that a typical social-enterprising career choice is that of an adult education teacher. Therefore. where I lack is the amount of my belief in my influence on others. My life is replete with examples of my emphasis on personal and professional growth. losing my mom while in the middle of my undergraduate education. I took a test that was twice as challenging as the recommended test. or in training. and realized just how true that statement was. despite the challenges I have seen in life. A mantra of mine is that there is no such thing as perfect. However. In another instance.

Fortunately. and feeling in control of my own schedule. Fortunately. to ultimately fulfill my goals and dreams. my total leadership experiments were aimed at two goals: 1) organizing my schedule and 2) negotiating to position myself for career advancement. because I do not consider myself good at holding crucial conversations and crucial confrontations with others. Both experiments were designed to allow me to develop good habits and sustain a better balance in my work-life dynamic now and in the future. I have advanced fairly quickly.Another weakness I have is being susceptible to scope creep. I have doubted my ability to become a strong manager. from an entry level clerical worker to established analyst and programs assistant within five years. and have a life of happiness and a life of meaning. I found myself with offers of activities and time to do them. As I continue to look for ways to improve myself. one possible career path is to become a manager. . I also lack in my skills in holding others accountable and providing negative feedback. hold myself accountable. Total Leadership Experiments In an effort to foster work-life balance and minimize work-life conflict. In my professional career. hurting my performance in the many activities I take part in. This was a holdover from the behavior I developed in taking care of my lola. which actually has more growth potential than going up the management ladder and seems to align more closely with my long term goals. My lack of organization was leading to an inability to remember tasks and duties. but also continue to maintain a positive work-family balance that minimizes work-family conflict. At my present position. However. despite other people s confidence in me. but no manner of organizing and managing my time. I have often found myself involved in too much. After her death and my period of mourning. My own belief in myself and abilities have been key in my professional growth. rather than excelling in just a few. rather than being more proactive in managing my schedule. I will need to not only learn how to hold others accountable. even when I did not recognize it in myself. However. My life was becoming a matter of reacting to what came my way. where she always came first and I regularly turned down other activities and tasks to be her caretaker. That lack of self recognition has pigeonholed my career advancement. another path is to become an education consultant.Roy 7 positive feedback I give to others. others have seen how I have brought out the best in my colleagues and have rewarded me for that. meeting deadlines.

I successfully negotiated for a training and development assignment as an education programs assistant. In order to successfully . As a completely new role for me. many have commented that they too need to organize themselves better. Engaging in more and more small projects and developing a track record of success will help make this change sustainable. both served to reinforce this behavior change. It helped me divide up the 168 hours in each week to be as productive as possible for each area of life. Using the time management calendar is a change I am still going through right now. When I have shared my goals with others. My direct supervisor and colleagues have been very supportive. making to do lists. The theories that a charismatic leader takes risks and that leaders are authentic were very helpful in accomplishing this goal. Looking at where I was as far as keeping my personal and professional life organized. However. it is just a matter of being diligent in the process of updating and referencing my business and time management planner several times a day. It has been easy for me to engage in activities that I did in my old role as an analyst. My stakeholders have been pleased with the time and effort I have been able to devote to them and our common goals. in this case. as well as guide people through chaos. but the driving forces were my feelings of accomplishment and better organization. the discomfort of taking on these new responsibilities was the strongest force to resist the change. and time management.In order to keep this change sustainable. and while the technical experiment is finished.Roy 8 The use of a time management calendar was incredibly useful in managing my time and having a visual tool to judge how much time I was devoting to different aspects of my life. it was easy to see that what I needed to unfreeze was my lack of discipline with respect to calendaring. Their feedback serves to reinforce this change I am seeking. where I would gain policy experience in education. In my second total leadership experiment. I feel more efficient and people at work and in my personal life see that I am more efficient. The ideas that leaders engage in appropriate behavior to accomplish goals. My honesty with my direct supervisor about my career goals facilitated the creation of a plan to reach them. I hope that by the end of the effective experiment. The restraining forces were and continue to be the complexity of my schedule and the simplicity of ignoring the calendar altogether. I will have developed positive habits like calendaring and time management that would be beneficial for me to refreeze. and others not in my division have also congratulated me on my role change. chaotic schedules. This included taking on new assignments and engaging in a new role at work. my colleagues have stepped in as mentors and encourage my growth.

train three of them how to do the same. my mentors are my work colleagues. Syma Solovtch. and gain control of my personal finances. I need to obtain a master s degree by October 2012. my classmates. Inthis second experiment. By checking in with and getting feedback from my mentors and keeping my mind focused on the end goal of earning a promotion. and successfully apply and be hired for an education programs consultant position by December 2012. debt free. In this realm. However. successfully fulfill my education programs assistant training and development assignment by October 2012. The strengths I possess to make these goals a reality are my clear vision and strong work ethic. Of these. and Benjamin Walker. I identified the behavior that needed changing was that of complacency. Both will allow me to personally pay down my car debt. I am unfreezing that behavior by asking for more policy related work. This will mean continuing to become more disciplined. Linda Lownes. and pride. more dedicated. putting into practice the information I learn. It was very comfortable being an analyst in a role and serving in a function that I know very well and am very confident at. colleagues. My professional goals are to become an education programs consultant at the CDE within three years and to become a regional vice president in Primerica in the next four years. and the driving forces are self-satisfaction. I must continue to shed my role as an analyst. In order to become a Primerica Regional Vice President. I need to within the next 90 days set up and go on 80 appointments with married. and managers can serve as sources of constructive feedback. begin to make calls and set appointments. I need to overcome my fear or rejection. The sustainability of the changes brought about by these experiments will greatly enhance my potential for accomplishing my professional and personal goals. and financially independent. I am reinforcing the new behavior. This positions me outside my comfort zone and forces me to work through the discomfort until it becomes comfortable. and continuing to learn. .Roy 9 transition from an analyst to a consultant through this assistant position. and embarrassment. In order to become an education programs consultant. Along the way. The restraining forces are certainly my aversion to risk. instructors. pain. pass the education programs consultant examination by April 2012. employed homeowners aged 25 to 45 with children. my credit card debt. who will provide me guidance on how to accomplish the work. and continue to teach people how to become properly protected. I need to address my improvement areas by continuing to better manage my time. and more inspirational. challenge.

empowering them to achieve personal and career happiness and success. creating and disseminating empowering and uplifting material (career. Of these. and positive social impact through creative expression and the advocacy of social change. Knowing my leadership values. and developing and leading inspiring workshops (achieving your dreams. teaching. this knowledge will serve as guideposts toward career and life success. inner beauty. Also. This vision will be achieved through one-on-one learning situations (mentoring. and Ronnie Dumag. Conclusion This term. I have become more aware of my natural tendencies and identified my leadership values. .Roy 10 and obtain feedback from my leaders. Ultimately. Ronnie Dumag will be my mentor and aid me in preparing and implementing a game plan. pursuing your passion). I have learned about many theories and aspects of leadership and refined my ideas on what makes a good leader. Neva Jane Ramones. I can ensure that my professional and personal goals are aligned with them and position myself to succeed. coaching). Just as important. To touch the lives of as many people as possible especially my family and encourage people to pursue their dreams and passions and better themselves and the world as a whole. As I continue along my present path. Jocelyn Lavilla. college success. I would like to redefine the concepts of power and success in a way that encompasses themes of strength. wellness). knowing my natural tendencies will inform my plans and strategies to achieve these goals.

Journal." Research in Education 75 (2006): 71-93. Self-assessments & Applications (2008): 109-123." Harvard Business Review January 2009: 6270. "Social Intelligence and the Biology of Leadership. 14 October 2010. Maner. . Day.Amy Gutierrez. Re: Journal Entry 2 . Ibarra. What price career success? Career Development International (2003): 126-133. Goleman. Roy. Arthur G. Mead. Roseville. Daniel and Richard Boyatzis. Donna and Steven S. The Essential Tension Between Leadership and Power: When Leaders Sacrifice Group Goals for the Sake of Self-Interest. Taylor. Linnehan. Orsaba-Finders. Herminia and Otilia Obodaru. Annual Meeting Proceedings(2009). and Blair T. and David V. Callanan.Roy 11 List of Works Cited Bedeian. Re: More Rantings and Ravings from Bobby G. Philadelphia. Seasons of a leader s development: Beyond a one-size-fits-all approach to leadership development." The Leadership Quarterly (2010): 64-74. and Nicole L. "Gender and Leadership Style: A Meta-analysis." Harvard Business Review September 2008: 74-81. Johnson. Guillen Ramo. "Women and the Vision Thing. Chris. "Emotional Intelligence: Testing. measurement and analysis. "Enacting the 'true self': Towards a theory of embodied authentic leadership. Journal Entry." Leaders and the Leadership Process: Readings. Alice H. Jon K. Journal of Personality and Social Psychology July 2010: 1-16. Ashley. Laura and Herminia Ibarra. The Academy of Management Proceedings. Gerard A. Wakeman. Frank. 19 October 2010. "Can chameleons lead?" The Leadership Quarterly (2004): 687-718. Ladkin. Eagly.